Abstract: Under the background of the “Double First-class” construction,the salary disparity of faculty in China,especially between high-level talents and ordinary teachers,is becoming more and more obvious.Based on the large-scale survey data of faculty's salaries in some universities in China and the analysis of three factors--individuals,disciplines and systems,the main findings are as follows:firstly,there is a high degree of disparity between faculty's seniority pay and year-end performance pay; secondly,basic performance pay and year-end performance pay are the major factors that cause the disparity of faculty's total annual salary,while the contribution rate of basic salary and subsidies to the disparity of faculty's total annual salary is relatively small,and the increase of their share can reduce the disparity of faculty's total annual salary; thirdly,the title of qualified personnel and the rank of professional title are the two factors that contribute most to the disparity of faculty's monthly income,while the performance of teachers contributes most to the disparity of annual total salary; fourthly,the contribution of subject factors to the salary disparity of faculty is small,the influence of which on the salary disparity of university teachers is different among regions; fifthly,the institutional factors such as the region where the university is located and the level of the university make a great contribution to the salary disparity of faculty.Based on the empirical research on the salary disparity of faculty,this paper puts forward the following four policy proposals.Firstly,the salary structure of faculty should be optimized,and the proportion of teachers' basic salary should be appropriately increased so as to enhance the security function of salary.Secondly,a mechanism for the growth of seniority salary should be established in line with the value-added human capital.At the same time,a rental subsidy and provident fund system to meet the local economic development level should be established as well so as to ensure the basic living needs of university teachers.Thirdly,colleges and universities should allocate the salaries of talents at all levels as a whole,take ability and job performance,rather than academic title,as the core criteria of academic labor market salary,and determine the salary gap between high-level talents and ordinary teachers within a reasonable range.Fourthly,a national salary survey and supervision system should be established in the labor market of colleges and universities.

Key words: faculty, salary disparity, Gini coefficient and its decomposition, Zenga index and its decomposition, Shapley and Owen value decomposition